You Will Learn:

Position statement drafting techniques for class action/individual/failure to hire and equal pay claims

Internal investigation techniques that keep EEOC position statements in mind

Watch the pre-recorded web conference

$269.00

Has your organization been on the receiving end of an EEOC charge?

Unfortunately, EEOC charges have become a virtual constant for human resources and employment counsel. How you respond to a charge can make the difference between the EEOC dismissing the charge and launching a full-fledged attack in the courts.

In fact, many of the resulting full-scale investigations or lawsuits stem directly from an employer’s response to an EEOC charge.

Position statements are your company’s first line of defense in response to an employee complaint and EEOC rules require clarity and a full explanation of the company’s disputed action.

But, how far should you go to explain your side when responding to a charge? What should you include? When is the position statement due?

Learning Objectives

This information-packed webinar explores the EEOC’s focus on position statements, and offers step-by-step guidance for presenting your defense to the EEOC when responding to a charge, including:

What to include (and leave out) of a position statement

Position statement drafting techniques for class action/individual/failure to hire and equal pay claims

Internal investigation techniques that keep EEOC position statements in mind

Wording that could raise red flags with the EEOC

Who has access to your statement, and when

Which information should/will be treated as confidential

How to handle confidential supporting documents upon submission

Who should sign the statement

Plus, by the end of this critical session you will know:

Timeline for submission of a statement

How long an employee has to respond

Rules for requesting a filing extension

Types of documentary evidence that can support a defense

How to use the EEOC’s new ‘Digital Charge System’

Top enforcement threats on the EEOC’s radar right now

Commission’s preferred methods for statement submission

Product ID: 17980

Bonus Material

Jam-packed with compliance guidelines, this essential guide will walk you through the steps for dealing with employee complaints; and gives you the guidance you need to handle investigations with confidence.

Why You Should Never Ignore Employee Complaints

Which Reporting System is Right for Your Business

Why Outsourcing May Be Your Best Option

A Complaint Comes In: What Do You Do?

Planning For The Investigation

Who Will Conduct It?

Identify Information To Gather

Confidentiality Issues

Handling Interviews

Communication of Your Decision

Handling Discipline When Required

Termination

Federal Resources on Common Complaint Topics

Learn the Keys to Drafting, Submission and an Effective Defense!

Faculty

JOSEPH F. SPITZZERI

Joseph F. Spitzzeri is the co-chair of Johnson & Bell’s Construction and Employment groups. Mr. Spitzzeri’s employment practice includes defending employers in EEOC and IDHR administrative proceedings, and proceedings in federal and state courts arising from Title VII, the ADA, the ADEA, the Equal Pay Act and claims brought under the Illinois Human Rights Act.

“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”